Monday, February 26, 2024
HomeFeatureImprove your recruitment strategy with this step-by-step guide

Improve your recruitment strategy with this step-by-step guide

Hiring the right employee for your company can be a challenging process. Hiring the wrong people can be costly, time-consuming, and a waste of time and resources for everyone involved.

Having the right team on board is integral not just for you as an employer, but also for the overall goal accomplishment of the entire organization.

Why is it important to hire the right people?

Here are some basic reasons why it’s integral for you to hire the right people for your company.

  1. It increases overall team morale
  2. It increases productivity
  3. It reduces all costs associated with turnover
  4. It improves your image as an employer

But how do you make sure you have the right people on board? What strategies can you implement to make your hiring process more effective and efficient? Here are some basic tips on how you can hire the right people for the job every time.

1.  Develop and communicate a clear employer brand

To get the right people to work for you, you need to be the company they would choose. In the same way that your consumer brand image is important to attract customers, your employer brand image is integral to attracting the right minds.

To build on your employer brand, ask yourself the following questions:

  1. Why would someone want to work with me?
  2. What securities can I offer that other employers can’t?
  3. How many of my current employees would recommend my company as a great place to work at?

Do some internal research to find the answers to the questions above, and once you have those, you have a better idea of where you need to improve to develop a good employer brand.

2.  Create an employee-led job plan

The next step to hiring the right employee is to conduct an analysis of what exactly the job entails. This job analysis will help you collect useful information about the duties, responsibilities, necessary skills, and expectations that relate to the job.

Once you’ve conducted an analysis of the job, start writing a job description that represents the responsibilities and expectations of this job in clear, identifiable goals. This means that the description should be up-to-date with employee-led expectations and shouldn’t be solely focused on the organization.

Combine these details to form an employee-led job plan. This is a plan that is descriptive of what the employee is meant to be doing, and is built to be owned by the employee themselves. Such a plan is usually more in touch with employee needs than a traditional HR mandated job profile, and is more communicative of what the job is all about.

3.  Involve current employees in your recruitment strategy

Now that you’ve created a job plan and are set to look at recruits, you have to make sure to involve the right stakeholders. And at this point, your primary stakeholders are your other employees.

Involve the right employees in the recruitment planning process. If you’re hiring a candidate for your sales department, your sales manager and team should have a say in what kind of person they need on the squad. They will have a better understanding of the requirements of the role, and will have useful opinions on the matter.

A clever way to involve your employees is to have them provide feedback on your recruitment strategy from the point of view of an applicant. You can also plan out a specific task for the candidate in the recruitment process and have the current department judge them based on it. This could be a situation-based case study relating to the department’s problems.

Having your employees become a part of the process not only helps you look at your recruitment planning from a more rounded perspective, but also helps improve your employer image.

4.  Advertise the job through detailed flyers

Once your recruitment strategy is set to go, you need to start working on advertising your vacant position. The way you promote your openings will determine the kind of responses you get from potential candidates.

Choose which platforms you want to use to spread word about your vacancies. For better reach, go for both online and offline platforms. Social media sites like Linkedin are a great way to reach out to suitable candidates from all areas, but if the job responsibilities are location specific then it might be a good idea to spread word in your local community.

To get word out about your company, create vibrant, detailed flyers that showcase your image as both a brand and an employer. You don’t have to hire a professional designer or spend too much from your budget to do this. With online design tools like PosterMyWall’s flyer maker, you can get free access to a wide range of job opening flyers that you can customize to your needs.

The perfect job flyer should include your company logo and be clear about which role needs to be filled. It should share a decent yet brief amount of information on what the job entails. Add a few images to showcase your company’s culture and be sure to include sufficient contact details.

Place your flyers in places where there is high foot traffic. Target areas like malls and grocery stores for better reach. You can also resize your flyer and post it on Linkedin to reach a wider audience online.

5.  Prescreen all potential candidates to see if they’re the right fit

You’ve checked off most of the steps on your recruitment plan. But now you probably have an inbox full of resumes. How do you make sure you’re picking out the right one?

Prescreen your candidates through telephone interviews before moving them forward along the recruitment process. A candidate may seem perfect on paper, but a pre screening interview will tell you a lot about how they fit in the role and the company at large.

Ask them questions about themselves, their experience, and their understanding of the role they’ve applied for. You can also ask them about their salary expectations to see if they match the profile for the job. You’ll gain evidence on whether they’re fit for your culture or not, which will help you decide if they should be taken one step closer to being an employee at your company.

Final thoughts

It can often be hard to find the right fit for your organization. Employers are bound to make a ton of errors during recruitment which often results in the wrong person being hired.

With this step-by-step guide, you’ll have a better idea of how to get started on looking for the person who can prove to be the perfect fit for your company.

Abubakar is a writer and digital marketing expert. Who has founded multiple blogs and successful businesses in the fields of digital marketing, software development. A full-service digital media agency that partners with clients to boost their business outcomes.